Diversity: Difference between revisions

*[[Legal department]]s are populated not just by lawyers, but by lawyers educated at Oxbridge and Russell Group universities and trained at [[magic circle law firm|magic circle]] firms, at which they have had a singular, ''batshit crazy'', view of the world beaten into them. Plus they think saying things like “oh no my deal’s gone [[pear-shaped]]” is for some reason funny.  

:*There are no [[Behavioural psychology|behavioural psychologists]], no marketers, no [[Complexity theory|complexity theorists]] among them. All of these disciplines have meaningful things to say about the management of contractual relations.  

:*There may be a [[chief operating officer]], but she will be an accountant with an [[MBA]], a postgraduate degree singularly [[calculated]] to render an otherwise useful professional calling into an amorphous morass of hackneyed outsourcing strategies. She will fret that there are too many men in management roles, as if a few more female Russell Group graduate, [[Allen & Overy]] alumni would make any difference.

If the chief benefit to an organisation of diversity is ''difference'' — you know, of opinion; borne of the divergent cultural and sexual perspectives of your staff<ref>And — who knows? — maybe even their varied professional experiences and background.</ref> — then you might be forgiven for expecting diversity to arrive arm-in-arm with a heightened sense of conflict, grit, chippiness — an air of [[the military school of life]], so to say. But this seems not the brand of diversity our millennial wunderkinds, bunkered in their safe spaces, are selling.

The irony is that the [[JC]] — a fellow who prides finds himself out forming diverse opinions for the sheer devil of it — find himself choosing his words even more carefully than normal, for fear of being cancelled, or whatever these youngsters do to old fogies these days, who bring offence to the neurotic tweenies.